Questions to Ask at the End of an Interview

You just crushed your job interview – way to go! The hiring manager was visibly impressed by your qualifications and experience. You had an easy rapport and the conversation flowed effortlessly. You’re feeling optimistic this position could be your dream job.

But hold up – the interview isn’t quite finished! As the discussion starts wrapping up, the interviewer will inevitably ask: “So, do you have any questions for me?”

This is your final opportunity to make a lasting impact and gather crucial intel about the role. Many candidates make the mistake of saying “no, I think you covered everything!” But by asking thoughtful, strategic questions, you’ll showcase your enthusiasm and prove you’ve been paying close attention.

Closing the interview on a high note is essential. The questions you ask can reveal a great deal about your priorities and work style to the hiring manager. You’ll also gain valuable insights into the position and company to help you make an informed decision if an offer comes your way.

Drawing a blank on what to ask? No stress – we’ve got your back with these strategic questions that are guaranteed to wow any interviewer. Let’s jump in!

“If I were to accept this position, what things could I do for you and your team in order to help you be successful?”

This question is a masterclass in emotional intelligence. It demonstrates you’re a team player who’s eager to make an immediate impact. By framing the query around the hiring manager’s goals and pain points, you highlight your commitment to adding value from day one.

Asking how you can set the team up for success also provides a glimpse into key priorities and challenges. Is the department drowning in a backlog of projects? Struggling to hit quarterly targets? Grappling with a recent reorg? The interviewer’s response will clue you in to the most pressing issues you’d be walking into.

 

As you listen to their answer, make mental notes of how your strengths and experience could help move the needle. When they mention finalizing a product launch is mission critical, share a quick story about how you shepherded a similar initiative over the finish line at your last job. Connecting the dots between the team’s needs and your unique value prop reinforces that you’re the ideal candidate to propel them forward.

“What are the next steps in the hiring process?”

You know that unbearable limbo between an interview and hearing if you made the cut? It’s the worst. The last thing you want is to be left hanging for days or weeks, manically refreshing your inbox for updates.

Clarifying next steps upfront brings sweet relief and helps manage expectations on both sides. Are there additional rounds with other stakeholders? Assessments to take? References to provide? How soon are they looking to make a decision? Gleaning these details allows you to gauge the overall timeline and urgency.

Also, always aim to close interviews with clear agreement on when you can circle back. If the hiring manager says, “Feel free to follow up in a week if you haven’t heard from me,” you now have a green light to check in guilt-free. No more agonizing over whether you’re being a pest.

“When are you wanting to have someone start?”

This is the golden question for decoding just how hot to trot an employer is about getting someone in the seat. If the hiring manager has a set start date circled in red on their calendar, odds are high an offer is imminent for the right candidate. But if their answer is vague and cloaked in “maybes,” don’t hold your breath.

Pressing for intel about their ideal timeline reveals how yours and the company’s needs dovetail (or don’t). If you’ve got two weeks before your lease is up and need to secure a job stat, a wishy-washy response is a red flag you may need to pivot. On the flip side, a concrete start date could be the reassurance you need to hang tight.

“Is this considered an urgent hire?”

Let’s be real – every hiring manager on the planet will claim their open role is “incredibly important” and “absolutely crucial” to the company’s success. But is filling the position truly keeping them up at night? This zinger of a question will suss out the real deal from the hyperbole.

If it’s genuinely an all-hands-on-deck situation, the interviewer won’t hesitate to lay out the stakes and timeline. Heck, they may even put the sell on you directly. “We’re really hoping to have an offer out by the end of next week – your background is an incredible fit and we’d love to expedite the process if you’re interested.”

“Do you feel you’re about to make an offer to another candidate?”

Warning: deploy this head-turner selectively. Putting your interviewer on the spot about other applicants can be a dicey move if you haven’t established solid rapport. The last thing you want is to come off as presumptuous or pushy about where you stand.

But if you’ve got a strong sense you knocked it out of the park, floating this question can be a sly way to fish for a temperature check on the competition. Depending on the poker face of the person across the table, you may pick up telling clues about how you measure up.

If the hiring manager fumbles for an answer or seems flustered, that could mean your stock is high and they’re worried about losing you to other offers. Revel in the awkward silence. On the other hand, if they smoothly pivot to discussing next steps and reiterate their excitement about your candidacy, that’s a promising sign you’re in pole position.

“Based on this interview and reviewing my qualifications, is there anything that tells you I can’t do this job?”

Let’s be honest – this question is the interview equivalent of a trust fall. Directly asking the hiring manager to call out any potential deal breakers requires vulnerability and backbone. What if they start rattling off red flags that tank your chances on the spot?

But here’s the thing – soliciting concerns is a power move in disguise. It spotlights your openness to constructive feedback and desire to proactively problem-solve. When you hear a reservation and counter with tangible examples of how you’re already working on that growth area, you exude self-awareness and coachability. Those qualities are pure gold to any employer.

Conclusion

And there you have it, with these in your corner, you’ll strut out of that meeting with the confidence of a candidate who left it all on the field.

Don’t shy away from the things that matter most to you, like company culture, growth opportunities, and leadership’s vision for the team. The worst thing is accepting an offer still feeling murky on the details.

Trust us – your future self will thank you for speaking up!